Seattle, WA (April 29, 2011) – With free legal assistance from the National Right to Work Foundation, a Seattle nurse has filed federal unfair labor practice charges against the Washington State Nurses Association (WSNA) union. The charges state that union officials forced unwilling nurses to pay full union dues and automatically enrolled new nurses as union members without receiving their consent.

Therese Mollerus-Gale became a nurse at Virginia Mason Medical Center in December 2010, during a contract hiatus between the WSNA union and the hospital. Although employees cannot be compelled to join a union as a condition of employment, WSNA officials automatically enrolled Mollerus-Gale as a union member. In February 2011, she was notified that she would have to pay full union dues.

The charges follow similar allegations raised in early April by Maureen Lenahan, another Virginia Mason Medical Center nurse who was forced to join the union and pay full dues since late 2010. Lenahan is also receiving legal assistance from Foundation attorneys.

Because Washington lacks a Right to Work law, employees can be compelled to pay certain union dues as a condition of employment. However, no worker can be forced to join a union against his or her will. Moreover, the Foundation-won Supreme Court precedent Communication Workers v. Beck holds that employees cannot be charged for union activities unrelated to workplace bargaining, including members-only events and political activism.

Despite these requirements and the nurses’ efforts to opt out of union dues unrelated to workplace activities, WSNA officials continued to bill Mollerus-Gale and other nurses who wished to leave the union for full WSNA membership. WSNA bosses also failed to provide nurses with an independently-audited breakdown of union expenditures, which is required by law to help nonunion employees determine what dues they have to pay.

Mollerus-Gale’s charges will now be investigated by the National Labor Relations Board.

“Hard-working nurses shouldn’t be pushed into union ranks and forced to pay tribute to WSNA bosses just to keep their jobs,” said Patrick Semmens, Legal Information Director for the National Right to Work Foundation. “Nobody should have to pay union dues or join a union just to make a living, which is why Washington needs a Right to Work law that makes union membership and dues payment strictly voluntary.”

Washington, DC (April 21, 2011) – In response to the National Labor Relations Board’s complaint against Boeing that, if successful, would eliminate over 1,000 jobs in South Carolina, National Right to Work Legal Defense Foundation President Mark Mix released the following statement:

"The National Labor Relations Board’s complaint is just the latest giveaway to Big Labor by an Obama Administration that has already erased union financial disclosure requirements and kept workers in the dark about the right to refrain from union membership. Once again the Board is putting union boss priorities ahead of the rights and well-being of individual employees.

"This case is nothing more than an attack by the Obama Administration on Right to Work laws and all workers in Right to Work states where employees cannot be forced to pay union dues as a condition of getting or keeping a job. Workers in South Carolina should not be denied the opportunity to continue providing for their families to satisfy the outrageous forced unionism demands of union bosses.

"All current or prospective Boeing employees who could lose their jobs may request free legal aid from National Right to Work Foundation staff attorneys by calling 1-800-336-3600."

Chicago, IL (April 20, 2011) – With free legal assistance from the National Right to Work Foundation, a Chicago nurse has filed federal unfair labor practice charges against the National Nurses United (NNU) union. The charges allege that NNU officials stopped her from opting out of certain union dues and attempted to force her to join the union.

Jennifer Heyd, a University of Chicago Medical Center nurse, was first told that she had to authorize union dues deductions and sign a NNU membership card in November of 2010. Although Heyd informed union officials that she did not want to join the union or pay full dues, NNU bosses told her that she would be fired if she did not become a member or authorize dues deductions.

Because Illinois lacks a Right to Work law, employees can be forced to pay certain union dues as a condition of employment. However, the Foundation-won Supreme Court precedent Communication Workers v. Beck holds that no employee can be charged for union activities unrelated to workplace bargaining, including dues collected for members-only events or political activism. Moreover, no worker can be forced to join a union as a condition of employment.

In January 2011, Heyd attempted to contact union officials to explain her desire to refrain from union membership. Although she received no response, Heyd contacted the union again in February to restate her opposition to joining the union and paying full dues. A union official then informed Heyd that she had to sign a membership card and authorize union dues deductions or be fired. According to the union, the payroll department would take care of Heyd’s Beck objection.

Despite this assurance and the fact that Heyd sent a letter to the union restating her Beck objection, the NNU has never responded to Heyd’s request to opt out of full dues. Moreover, other nurses in the bargaining unit were also informed that they had to join the union or be fired.

Heyd’s charges will now be investigated by the National Labor Relations Board (NLRB).

“Hard-working nurses shouldn’t be forced to pay tribute to union officials or join an organization they have no interest in supporting just to keep a job,” said Patrick Semmens, Legal Information Director for the National Right to Work Foundation. “In the midst of a controversial strike, it’s particularly important that nurses be made aware of their right to resign from union membership at any time, after which they can choose to return to work free from retaliatory union strike fines.”

Gas Utility Worker Seeks to Turn Off Forced Union Dues Pipeline for Union Boss Politics

West Virginia needs Right to Work law to protect workers from forced unionism abuses

Clarksburg, West Virginia (March 31, 2011) – A Dominion Hope utility worker has filed federal charges against a local union after union officials illegally attempted to force him into full-dues-paying union membership.

With free legal assistance from National Right to Work Legal Defense Foundation staff attorneys, Dominion Hope employee Jeremy Dimick of West Union filed the charges with the National Labor Relations Board (NLRB) on Wednesday.

Utility Workers Union of America (UWUA) Local 69 union officials enjoy monopoly bargaining privileges over Dominion Hope’s employees. In November 2010, Dimick sent a letter to union officials stating that he was exercising his right under National Right to Work Foundation-won Supreme Court precedent in Communication Workers v. Beck to refrain from full-dues-paying union membership.

Read the entire release here.

Clarksburg, West Virginia (March 31, 2011) – A Dominion Hope utility worker has filed federal charges against a local union after union officials illegally attempted to force him into full-dues-paying union membership.

With free legal assistance from National Right to Work Legal Defense Foundation staff attorneys, Dominion Hope employee Jeremy Dimick of West Union filed the charges with the National Labor Relations Board (NLRB) on Wednesday.

Utility Workers Union of America (UWUA) Local 69 union officials enjoy monopoly bargaining privileges over Dominion Hope’s employees. In November 2010, Dimick sent a letter to union officials stating that he was exercising his right under National Right to Work Foundation-won Supreme Court precedent in Communication Workers v. Beck to refrain from full-dues-paying union membership.

However, because West Virginia does not have a Right to Work law, workers who refrain from formal union membership can still be forced to pay a part of union dues as a condition of employment, but cannot be compelled to pay the portion used for the union’s political, lobbying, and member-only activities.

Despite Dimick’s letter, UWUA Local 69 union officials continued to extract full union dues from his paycheck. Then in December, union officials ordered him to file another objection letter and refused to provide him with a legally-required breakdown of union expenditures that had evidence that it was actually verified by an independent audit. Dimick contests the part of union fees used for forcing workers in different industries in the region into union ranks.

Meanwhile, Dimick requested that the UWUA Local 69 union hierarchy respect his First Amendment rights of free speech and let him remove the union logo patch from his uniform. Union officials refuse to honor his request.

“UWUA union officials are not only forcing workers to financially associate with their union, they are also forcing workers to act as walking billboards for an organization they do not support and want nothing to do with,” said Patrick Semmens, National Right to Work Foundation legal information director. “West Virginia desperately need a Right to Work law to protect workers from the very union bosses that claim to care about workers’ rights but clearly don’t.”

If enacted, a state Right to Work law would end compulsory union dues by making union membership and dues payment strictly voluntary. Polls consistently show that 8 in 10 Americans support the Right to Work principle, that no worker should be compelled to join a union or pay union dues to get or keep a job. Twenty-two states have already passed Right to Work protections for their workers.

Washington, DC (March 21, 2011) – The National Right to Work Foundation, a charitable organization that provides free legal assistance to employees nationwide, submitted a Freedom of Information Act (FOIA) request to the National Labor Relations Board (NLRB), asking for information about a series of Google Ads placed by the NLRB from 2008 to 2011.

According to an earlier NLRB statement, the Board received a free Google Ads trial in 2008 and has since discontinued the program. However, other reports indicate that NLRB Google Ads appeared as recently as February of this year.

Moreover, these ads only contained information about workers’ ability to organize or join unions. No record of ads about workers’ rights to refrain from union activities or remove a union from their workplace has been found.

In the wake of former SEIU lawyer Craig Becker’s recess appointment to the Board, numerous media outlets have questioned the NLRB’s ability to impartially administer labor law.

Unfortunately, the NLRB’s Google Ads campaign does nothing to dispel these fears. Foundation attorneys are concerned that the NLRB’s ad buys publicized information about workers’ rights to organize or join a union without providing equally important information about the rights of employees to refrain from union membership or eject unwanted unions from their workplaces.

The Foundation’s FOIA request seeks all documented business transactions between the Board and Google related to online ad buys. Foundation attorneys believe that this information is necessary to determine the extent of the NLRB’s pro-Big Labor bias and to inform the public of how the Board’s budget is being spent.

“We’ve raised persistent questions about the impartiality of the NLRB that have yet to be addressed, and what looks like a selective information campaign through Google Ads is another example of this trend,” said Patrick Semmens, Legal Information Director for the National Right to Work Foundation. “We call upon the NLRB to immediately release any and all information related to this ad campaign to address public concerns about its perceived pro-Big Labor bias.”

Army Wives Driver Wins over $55k in Lost Wages After Teamster Union Boss Blacklisting

Teamster union bosses’ ugly retaliation prevents employee from making a living

Washington, DC (March 17, 2011) – An ABC Studios movie/television driver has won over $55,000 in lost income after Teamster union officials refused to allow him to do his job for nearly a year.

National Right to Work Legal Defense Foundation attorneys helped the driver win the case before a National Labor Relations Board (NLRB) administrative law judge in Charleston, South Carolina.

Teamster Local 509 union officials currently enjoy exclusive bargaining privileges with ABC Studios in Charleston – and thus have a monopoly bargaining agreement with ABC that forces workers to go through Teamster Local 509’s hiring hall in order to obtain a job.

However, because Local 509 union members were working on other television and movie productions, Thomas Coghill – who was from Wilmington, North Carolina and a member of Teamster Local 391 – worked on the set of the Charleston-based Army Wives television series. Coghill worked during the show’s first two seasons beginning in 2008 as a makeup truck driver.

However, as more Local 509 union members became available to work on the production of Army Wives, a dispute over who should be eligible to work on the set of Army Wives erupted between various Teamster union officials and Coghill was removed from Local 509’s “Movie Referral List” because he was not a member of Local 509. Meanwhile, Local 509 union members continue to receive preferential treatment in job placement on the set of Army Wives.

Read the entire release here.

Washington, DC (March 17, 2011) – An ABC Studios movie/television driver has won over $55,000 in lost income after Teamster union officials refused to allow him to do his job for nearly a year.

National Right to Work Legal Defense Foundation attorneys helped the driver win the case before a National Labor Relations Board (NLRB) administrative law judge in Charleston, South Carolina.

Teamster Local 509 union officials currently enjoy exclusive bargaining privileges with ABC Studios in Charleston – and thus have a monopoly bargaining agreement with ABC that forces workers to go through Teamster Local 509’s hiring hall in order to obtain a job.

However, because Local 509 union members were working on other television and movie productions, Thomas Coghill – who was from Wilmington, North Carolina and a member of Teamster Local 391 – worked on the set of the Charleston-based Army Wives television series. Coghill worked during the show’s first two seasons beginning in 2008 as a makeup truck driver.

However, as more Local 509 union members became available to work on the production of Army Wives, a dispute over who should be eligible to work on the set of Army Wives erupted between various Teamster union officials and Coghill was removed from Local 509’s “Movie Referral List” because he was not a member of Local 509. Meanwhile, Local 509 union members continue to receive preferential treatment in job placement on the set of Army Wives.

Federal law prohibits union bosses who operate an exclusive union hiring hall from barring employees who are not a member of that union from gaining employment at a workplace.

With free legal assistance from the National Right Work Foundation, Coghill pursued federal unfair labor practice charges against the Teamster Local 509 union bosses’ discrimination. A regional NLRB administrative law judge ruled in Coghill’s favor late last week, and ordered the Teamster Local 509 union hierarchy to pay Coghill $55,467.62 in lost wages (plus interest) and post a notice of employees’ rights in the workplace.

“In this tough economy, it is unconscionable that Teamster Local 509 union bosses would inflict such petty and disgusting discrimination on someone working to put food on the table” said Patrick Semmens, National Right to Work Foundation legal information director. “To prevent these types of ugly forced unionism abuses from occurring in the future, entertainment industry union bosses should be stripped of their government-granted special privileges to force workers under union boss control in order to get or keep a job.”

Wisconsin AFSCME Union Bosses Face Federal Charges for Illegally Seizing Forced Dues for Politics

Wisconsin needs Right to Work law to protect workers from forced unionism abuses

Milwaukee, WI (March 16, 2011) – A U.S. Bank customer service and support employee has filed federal charges against a local union after local union officials illegally attempted to force him and his colleagues into full-dues-paying union membership.

Peter Quinones of Milwaukee filed the charges with the National Labor Relations Board (NLRB) on Tuesday with free legal assistance from National Right to Work Legal Defense Foundation staff attorneys.

After American Federation of State, County, and Municipal Employees (AFSCME) Local 777 union officials were granted monopoly bargaining privileges over approximately 300 U.S. Bank employees, Quinones sent a letter to union officials stating that he was exercising his right under National Right to Work Foundation-won Supreme Court precedent in Communication Workers v. Beck to refrain from full dues paying union membership.

Because Wisconsin is a forced unionism state, workers who refrain from formal union membership can still be forced to pay a certain amount of union dues, but cannot be compelled to pay the portion of union dues used for the union’s political, lobbying, and member-only activities.

Despite his letter, AFSCME Local 777 union officials continued to extract full union dues from his paycheck. After Quinones filed an unfair labor practice charge, union officials still refused to honor his request to exercise his legal rights.

Read the entire release here.

Milwaukee, WI (March 16, 2011) – A U.S. Bank customer service and support employee has filed federal charges against a local union after local union officials illegally attempted to force him and his colleagues into full-dues-paying union membership.

Peter Quinones of Milwaukee filed the charges with the National Labor Relations Board (NLRB) on Tuesday with free legal assistance from National Right to Work Legal Defense Foundation staff attorneys.

After American Federation of State, County, and Municipal Employees (AFSCME) Local 777 union officials were granted monopoly bargaining privileges over approximately 300 U.S. Bank employees, Quinones sent a letter to union officials stating that he was exercising his right under National Right to Work Foundation-won Supreme Court precedent in Communication Workers v. Beck to refrain from full dues paying union membership.

Because Wisconsin is a forced unionism state, workers who refrain from formal union membership can still be forced to pay a certain amount of union dues, but cannot be compelled to pay the portion of union dues used for the union’s political, lobbying, and member-only activities.

Despite his letter, AFSCME Local 777 union officials continued to extract full union dues from his paycheck. After Quinones filed an unfair labor practice charge, union officials still refused to honor his request to exercise his legal rights.

Quinones’ latest charge seeks to prevent the AFSCME union hierarchy from requiring him to pay forced union fees by automatic deduction from his paycheck in violation of federal law.

“As we have seen in recent weeks, AFSCME union officials will stop at nothing to collect forced union dues from workers – whether they are in the public or private sector – to pay for their political activism,” said Patrick Semmens, National Right to Work Foundation legal information director. “Wisconsin’s workers desperately need Right to Work protections to protect them from the very union bosses that claim to care about workers’ rights while violating workers’ rights.”

If enacted, a Wisconsin Right to Work law would end compulsory union dues by making union membership and dues payment strictly voluntary. Polls consistently show that 8 in 10 Americans support the Right to Work principle, that no worker should be compelled to join a union or pay union dues to get or keep a job. Twenty-two states have already passed Right to Work protections for their workers.